Employee Benefits

Health, Life, AD&D, Dental & Optical Insurance

Major medical plan offered through Priority Health. The Plan is a Point of Service plan, with preferred benefits available if the employee uses physicians within the Priority Health network (deductible and some co-pays required.) If outside the network, alternative benefits apply (with higher deductibles and limited coverage.) Most of family premiums paid by City. Prescription co-pays apply. Life and AD&D insurance levels set at $50,000 per employee, plus limited life insurance coverage on dependants. Supplemental insurance (hospitalization, cancer treatment, etc.) available through AFLAC, at 100% employee cost. There is a 15% optical discount available from Kent Optical because we are members of Priority Health.


City participates in the State Municipal Employees' Retirement System (MERS). Benefit program of B-3 (2.25% of member's final average compensation multiplied by years and months of credited service) not to exceed 80% of member's final average compensation. Ten-year vesting with Pension 100% paid by City.

Deferred Compensation

Available through the International City/County Management Association (ICMA) Retirement Corporation. Payroll deductions by employees, only; no City contribution.

Paid Holidays

New Year's Day, Good Friday, Presidents Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and the Friday after, Christmas Eve Day, Christmas Day, New Year's Eve Day. Birthday is a floating holiday.

Paid Vacation

  • 5 days after completion of 6 months
  • 5 additional days after completion of 1 year
  • 10 days after completion of 2 years
  • 15 days after completion of 5 years
  • 18 days after completion of 10 years
  • 20 days after completion of 15 years
  • 25 days after completion of 20 years

Paid Sick Leave

One day per month (12/year up to a maximum accrual of 150 days) after completion of 6-month probationary period. 

Business Expenses / Mileage Reimbursement

All reasonable expenses incurred on City business, as documented with receipts, are reimbursable. Business travel with personal auto currently reimbursed at $0.58 / mile.

City-Owned Fitness Facility

City has full-scale City Hall fitness facility available to employee, spouse and older children living in the home at no charge.

Education/Training Reimbursement

Reimbursement of approved coursework at 1-half of tuition cost plus full cost of textbooks upon completion of course and if a grade of at least "C" is attained. Workshops, conferences and specific training opportunities paid by City with proper authorization.

Funeral Leave

Regular full-time employees shall be allowed 3 days of paid leave for the death of spouse, child, sibling, parent, stepparent, step sibling, stepchild or other member living in the household. One day is allowed for death of grandparents, grandchildren or an immediate family member of his/her spouse as defined above.

Merit Pay Plan

All employees not covered by a collective bargaining agreement are "merit" employees. A classification and pay grade system is in place. Employees are eligible for a merit

(1-step) increase at the end of the 6-month probationary period and annually, thereafter, upon a positive performance review by the supervising Department Head. City Council has, to date, periodically adjusted the pay plan with an annual cost-of-living-adjustment (COLA) to keep wages competitive. Neither merit nor COLA increases are guaranteed.

Residency Requirement

Department Heads are "encouraged" to live within the City limits or at least within the Fremont zip code.

At-Will Employment Status

All employees not covered by a collective bargaining agreement are considered "at-will" employees. As such, either the employee or the City shall have the right to terminate employment of the employee with the City at any time, with or without notice, for any reason. Employees must sign an acknowledgment statement re: the at-will policy.


After completing 5 full years of employment with the City of Fremont, full time employees will receive 2 percent (2%) of their base salary annually with checks issued with the last paycheck in November.

Policy Update

This policy was last updated 2019